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This page was created on 26-Nov-2021 10:22 by JMyers

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71 26-Nov-2021 10:22 23 KB Karen Parrott to previous | to last
70 26-Nov-2021 10:22 24 KB Karen Parrott to previous | to last
69 26-Nov-2021 10:22 24 KB Karen Parrott to previous | to last
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IEAS
IEAS

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[{TableOfContents }]
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The Maintain Assignments (IEAS) screen defines the working arrangements for an employee to perform a specific job in a particular place in the organization.
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[{TableOfContents }]
The Maintain Assignments (IEAS) screen defines the working arrangements for an employee to perform a specific job in a particular place in the organization.\\ \\
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Optionally, there may be additional assignment records of different types used for other purposes. Working arrangements may vary by assignment type, but there will always be a primary position or job assignment.
Optionally, there can be additional assignment records of different types used for other purposes. Working arrangements can vary by assignment type, but there will always be a primary position or job assignment.
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If the employee terminates, all assignments are ended with the termination date. If the employee is rehired, the new primary assignment is created with a new effective date. The primary assignment cannot be deleted.
If an employee terminates, all assignments are ended with the termination date. If an employee is rehired, the new primary assignment is created with a new effective date. The primary assignment cannot be deleted.
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An employee may fill more than one position at a time. This can be done by either filling one or more part-time positions in addition to a full-time assignment or by filling a number of part-time positions.
An employee can fill more than one position at a time. This can be done by either filling one or more part-time positions in addition to a full-time assignment or by filling a number of part-time positions.
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An employee may hold multiple positions in the organization, therefore the employee can have multiple assignments. There will always be one primary assignment.
An employee can hold multiple positions in the organization, therefore an employee can have multiple assignments. There will always be one primary assignment.
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Multiple assignments may be used for job sharing scenarios or authorizing an employee to perform multiple functions in the organization.
Multiple assignments can be used for job sharing scenarios or authorizing an employee to perform multiple functions in the organization.
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Policy changes such as going from full time to part time are carried out in the Maintain Assignment (IEAS) form.
Assignment details are date sensitive, which means that changes to assignment information may be tracked over time and a complete history of the employee's assignment history may be kept.
Policy changes such as going from full time to part time are carried out on the Maintain Assignment (IEAS) form.
Assignment details are date sensitive, which means that changes to assignment information can be tracked over time and a complete history of the employee's assignment history can be kept.
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;[Type|ASSIGNMENT_TYPE]:The assignment type describes the purpose of the assignment record. Each employment record has a corresponding assignment, with an assignment type of 'primary'. Optionally, there may be additional assignments of different types. Primary will default.
;[Type|ASSIGNMENT_TYPE]:The assignment type describes the purpose of the assignment record. Each employment record has a corresponding assignment, with an assignment type of 'primary'. Optionally, there can be additional assignments of different types. Primary will default.
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;[Status|ASSIGNMENT_STATUS]:This field is used for the ‘contract’ facility. Will default to ‘Ongoing’.
;[Status|ASSIGNMENT_STATUS]:This field is used for the "contract" facility. Will default to 'Ongoing'.
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;[Start Date|ASSIGNMENT_START_DATE]:This field will display the start date of the assignment. This field is used for controlling generation of time in payroll, time scheduling and the forecasting & costing modules. You may manually enter this date or use the calendar (F9). This field is defaulted to the hire date of the employee.
;[Start Date|ASSIGNMENT_START_DATE]:This field displays the start date of the assignment. This field is used for controlling generation of time in the Payroll, Time Scheduling and the Forecasting & Costing modules. Users can manually enter this date or use the calendar (F9). This field is defaulted to the hire date of the employee.
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;[End Date|ASSIGNMENT_END_DATE]:This field will display the end date of the assignment. This field is used for controlling generation of time in payroll, time scheduling and the forecasting & costing modules. You may manually enter this date or use the calendar (f9). This field is set to the termination date of the employee.
;[End Date|ASSIGNMENT_END_DATE]:This field displays the end date of the assignment. This field is used for controlling generation of time in the Payroll, Time Scheduling and the Forecasting & Costing modules.
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;[Wage Progress Date|WAGE_PROGRESSION_DATE ]:If the assignment’s wage is to increase on a specific date, that date is indicated in this field. See [Wage Progression Processes|WAGE PROGRESSION] for full details.
;[Edit End Date]: This button allows users to enter the End Date of the assignment record that is currently in focus on. This button displays a dialog box (End Assignment) and users can manually enter a date or use the calendar (F9). When the End Date is entered, the current record will be split, with the expiry of the current record being the entered End Date and a new record effective with the End Date Plus 1 day, expiring 31-Dec-3999.
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;[Next Review|NEXT_REVIEW_DATE]:This field shows the next review date for this work assignment.
;[Wage Progress Date|WAGE_PROGRESSION_DATE ]:If the assignment's wage is to increase on a specific date, that date is defined in this field. A value must be entered in the Wage Progress Date field on IEAS. Value cannot be NULL. See [Wage Progression Processes|WAGE PROGRESSION] for full details.
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;[Renew Contract| ]:This button allows you to renew the employee’s contract.
;[Next Review|NEXT_REVIEW_DATE]:This field shows the next review date for this work assignment. The Next Review date is created from [ISRV] entered for the employee and updated by [USUR] when run.
;[Renew Contract]:This button allows users to renew the employee's contract.
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;[Position|POSITION_CODE]:This is the position to which the employee is assigned. Position_Code from [IDPS]
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;[Title|ASSIGNMENT_TITLE]:This is the official or formal title of the position or job for this assignment. The assignment title is inherited from the position (or job) title, but may be overridden.
;[Position|POSITION_CODE]:This is the position the employee is assigned. Position_Code from [IDPS]
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;[Title|ASSIGNMENT_TITLE]:This is the official or formal title of the position or job for this assignment. The assignment title is inherited from the position (or job) title, but can be overridden.
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;[Unit|UNIT_CODE]:This is the unit with which the employee is affiliated.
;[Unit|UNIT_CODE]:This is the unit the employee is affiliated with.
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;[Department|DEPARTMENT_CODE]:This is the department to which the employee is assigned.
;[Department|DEPARTMENT_CODE]:This is the department the employee is assigned to.
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;[Payroll|PAYROLL_CODE]:This field indicates the payroll schedule the employee is on, for example, weekly, bi-weekly, monthly.
;[Payroll|PAYROLL_CODE]:This field indicates the payroll schedule the employee is on, such as weekly, bi-weekly or monthly.
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;[Work Rule|WORK_RULE (Field)]:Work rules are used to determine the standard payroll processing information required to create pay headers and transactions for an employee. This value is inherited from the position, group, department or job but may be overridden.
;[Work Rule|WORK_RULE (Field)]:Work rules are used to determine the standard payroll processing information required to create pay headers and transactions for an employee. This value is inherited from the position, group, department or job, but can be overridden.
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;[Long Term Assignment|LONG_TERM_ASSIGNMENT]:This field is used for certain custom calculation functions and may be secured from view.
;[Long Term Assignment|LONG_TERM_ASSIGNMENT]:This field is used for certain custom calculation functions and can be secured from view.
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;[Requires Time Sheet|REQUIRES_TIME_SHEET]:This toggle indicates that the employee must complete a time sheet for their position. This toggle controls whether UEGTS will create a separate timesheet (IPTS) for this assignment based on the option on the Work Rule Status. Only used for secondary assignments.
;[Requires Time Sheet|REQUIRES_TIME_SHEET]:This toggle defines that the employee must complete a time sheet for their position. This toggle controls whether UEGTS will create a separate timesheet (IPTS) for this assignment based on the option on the Work Rule Status. Only used for secondary assignments.
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;[ACA Category|ACA_CATEGORY]:This field defines the ACA Category for this group.
;[ACA Override|ACA_OVERRIDE]:This field is used for the entry of a value to override the Line 14 value for the employee.
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;[Provide Public Service|PROVIDE_PUBLIC_SERVICE]:This toggle indicates if the position is to be reported as ‘Provide Public Service’ on specific government reports (e.g. Official Language Report - [REOLA]).
;[Provide Public Service|PROVIDE_PUBLIC_SERVICE]:This toggle defines if the position is to be reported as 'Provide Public Service' on specific government reports (e.g. Official Language Report - [REOLA]).
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;[Provide Internal Service|PROVIDE_INTERNAL_SERVICE]:This toggle indicates if the position is to be reported as ‘Provide Internal Service’ on specific government reports (e.g. Official Language Report - [REOLA]).
;[Provide Internal Service|PROVIDE_INTERNAL_SERVICE]:This toggle defines if the position is to be reported as 'Provide Internal Service' on specific government reports (e.g. Official Language Report - [REOLA]).
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;[Supervisory|SUPERVISORY]:This toggle indicates if the position is to be reported as ‘Supervisory’ on specific government reports (e.g. Official Language Report - [REOLA]).
;[Supervisory|SUPERVISORY]:This toggle defines if the position is to be reported as "Supervisory" on specific government reports (e.g. Official Language Report - [REOLA]).
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;[Employment Status|STATUS_CODE]:This field indicates an individual’s employment status as pending approval, active, on a leave of some type or terminated.
;[Employment Status|STATUS_CODE]:This field defines an individual's employment status as pending approval, active, on a leave of some type or terminated.
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;[Leave Date|LEAVE_DATE]:This field shows the date the employee’s leave commences.
;[Leave Date|LEAVE_DATE]:This field shows the date the employee's leave commences.
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;[Leave Reason|LEAVE_REASON]:A reason for the leave of absence may be entered here.
;[Leave Reason|LEAVE_REASON]:A reason for the leave of absence can be entered here.
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;[Job Profile|JOB_PROFILE_CODE]:This field is the ‘job posting’ information that is linked to the recruitment application.
;[Job Profile|JOB_PROFILE_CODE]:This field is the 'job posting' information that is linked to the recruitment application.
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;[FTE|FTE]:Full Time Equivalent (FTE) is a factor that indicates how an employee's weekly hours compare with the standard full time number of hours from the work rule, position, job or group. An FTE factor of 1.0000 indicates a full-time assignment, one of less than 1.0000 indicates a part-time assignment. The FTE is re-derived, if the weekly hours, the work rule or the job is changed.
;[FTE|FTE]:Full Time Equivalent (FTE) is a factor that indicates how an employee's weekly hours compare with the standard full time number of hours from the work rule, position, job or group. An FTE factor of 1.0000 indicates a full-time assignment, An FTE factor of less than 1.0000 indicates a part-time assignment. The FTE is re-derived, if the weekly hours, the work rule or the job is changed.
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;[Hours Per Day|HOURS_PER_DAY]:This field shows the average daily hours the employee works. This value is inherited from the Work Rule, Position, Group or Job and may be overridden at the employee level.
;[Hours Per Day|HOURS_PER_DAY]:This field shows the average daily hours the employee works. This value is inherited from the Work Rule, Position, Group or Job and can be overridden at the employee level.
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;[Hours Per Week|HOURS_PER_WEEK]:This field shows the average weekly hours the employee works. This value is inherited from Work Rule, Position, Group or Job and may be overridden at the employee level.
;[Hours Per Week|HOURS_PER_WEEK]:This field shows the average weekly hours the employee works. This value is inherited from Work Rule, Position, Group or Job and can be overridden at the employee level.
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;[Hours Per Pay|HOURS_PER_PAY]:This field shows the average hours the employee works within a pay period. This value is inherited from Work Rule, Position, Group or Job and may be overridden at the employee level.
;[Hours Per Pay|HOURS_PER_PAY]:This field shows the average hours the employee works within a pay period. This value is inherited from Work Rule, Position, Group or Job and can be overridden at the employee level.
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The following 5 fields Contract Days, School Days, Contract Limit, Periods Elected and Pay Starting are used exclusively for the control of contract processing.
%%NOTE: The following 5 fields Contract Days, School Days, Contract Limit, Periods Elected and Pay Starting are used exclusively for the control of contract processing.%%
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;[Start Date of Pay|PAY_STARTING_DATE]:For contract assignment only: This field displays the date upon which the employee is to begin being paid. This may be different than the hire date.
;[Start Date of Pay|PAY_STARTING_DATE]:For contract assignment only: This field displays the date that the employee is to start being paid. This may be different than the hire date.
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;[Range|RANGE_CODE]:Salary range provides minimum and maximum guidelines for the salary payable for the job, with which an employee's salary may be compared. This range is inherited from the position or job, however, it may be overridden.
;[Range|RANGE_CODE]:Salary range provides minimum and maximum guidelines for the salary payable for the job, which an employee's salary can be compared to. This range is inherited from the position or job, can can be overridden.
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;[Skill Adjustment|SKILL_CODE]:This field allows you to identify the associated skill adjustment.
;[Skill Adjustment|SKILL_CODE]:This field allows users to identify the associated skill adjustment.
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;[Scale|SCALE_CODE] [Step|STEP_CODE]:The Wage Scale and Step fields determine the wage that is derived from the wage scale table. Scale/Step is inherited from the position or job, and may be overridden.
;[Scale|SCALE_CODE] [Step|STEP_CODE]:The Wage Scale and Step fields determine the wage that is derived from the wage scale table. Scale/Step is inherited from the position or job, and can be overridden.
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;[Scale Rate|DRV_SCALE_RATE]:This field displays the rate the employee is receiving from the scale/step table. This field will be automatically filled once the scale/step has been selected.
;[Scale Rate|DRV_SCALE_RATE]:This field displays the rate the employee is receiving from the scale/step table. This field will be automatically populated once the scale/step has been selected.
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;[Basis|RATE_BASIS]:The rate basis is the unit of measure that the associate wage rate is being stored or displayed in. It is either inherited from the position (or job), or defaulted from the wage scale and step. This basis may, however, be overridden (i.e. hourly, weekly, biweekly, semi-monthly, monthly or annually).
;[Basis|RATE_BASIS]:The rate basis is the unit of measure that the associated wage rate is being stored or displayed in. It is either inherited from the position (or job), or defaulted from the wage scale and step. This basis can, however, be overridden, such as hourly, weekly, biweekly, semi-monthly, monthly or annually.
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;[Fulltime Wage|USE_FTE_WAGES]:If the FTE indicated in the Work Arrangement area is less than 1.00, this toggle will indicate whether the displayed salary or wage is the full time equivalent amount. Suppose an employee has an FTE of 0.5 and the wage rate indicated is $4,000. If the toggle is OFF, this means that the employee will actually receive the full $4,000. If the toggle is turned ON, the displayed salary or wage is the 1.00 Full Time Equivalent amount. This means that in this case, where the FTE is 0.5, the employee will receive $2,000.
;[Fulltime Wage|USE_FTE_WAGES]:If the FTE defined in the Work Arrangement area is less than 1.00, this toggle indicates whether the displayed salary or wage is the full time equivalent amount. Example: An employee has an FTE of 0.5 and the wage rate defined is $4,000. If this toggle is set to OFF, the employee will actually receive the full $4,000. If the toggle is set to ON, the displayed salary or wage is the 1.00 Full Time Equivalent amount. Example: When the FTE is defined as 0.5, the employee will receive $2,000.
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;[Out Of Range|OUT_OF_RANGE]:If the toggle is ON, the displayed wage is outside of the minimum or maximum values for the salary range. If the toggle is OFF, either the wage is within the range, or there is no range for the job. This toggle is automatically turned on when the salary is outside the minimum/maximum range on the Salary Range. To reset this toggle, re-enter the wage rate to be within the salary range selected.
;[Out Of Range|OUT_OF_RANGE]:If this toggle is set to ON, the displayed wage is outside of the minimum or maximum values for the salary range. If the toggle is set to OFF, either the wage is within the range, or there is no range for the job. This toggle is automatically turned ON when the salary is outside the minimum/maximum range on the Salary Range. To reset this toggle, re-enter the wage rate with a value within the salary range selected.
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;[Scale Overriden|SCALE_OVERRIDE]:If the toggle is ON, the displayed wage rate has been keyed manually, and is different from the rate on the scale step. If the toggle is OFF, either the wage rate has not been overridden or else the scale step is not being used. This toggle is automatically turned on when the salary is overridden from the salary provided by the scale/step code selected. To reset this toggle, re-enter the wage rate to be the same as the scale rate.
;[Scale Overriden|SCALE_OVERRIDE]:If the toggle is set to ON, the displayed wage rate has been keyed manually, and is different from the rate on the scale step. If this toggle is set to OFF, either the wage rate has not been overridden or the scale step is not being used. This toggle is automatically turned on when the salary is overridden from the salary provided by the scale/step code selected. To reset this toggle, re-enter the wage rate to be the same as the scale rate.
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;[Trigger Retro Pay|TRIGGER_RETRO]:If this toggle is ON, this assignment record may be specifically included in an execution of [UPRETRO] for retroactive wage increases. If this toggle is OFF, the [UPRETRO] program will use other criteria for selecting qualified retroactive wage changes.
;[Trigger Retro Pay|TRIGGER_RETRO]:If this toggle is set to ON, this assignment record can be specifically included in an execution of [UPRETRO] for retroactive wage increases. If this toggle is set to OFF, the [UPRETRO] program will use other criteria for selecting qualified retroactive wage changes.
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;[Trigger BE Pay|TRIGGER_BE_RETRO]:If this toggle is set to ON, this assignment record can be specifically included in an execution of [UBRETRO] for retroactive wage benefit changes resulting from wage increases. If this toggle is set to OFF, the [UBRETRO] program will not pick up any retro benefits to be processed. A "To Be Audited" pay with starting and ending dates that fall within the effective and expiry dates must also exist for [UBRETRO] function to process.
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;[First Manager|EID_ID_FIRST_MANAGER]:This is a derived field based on hierarchical information in the system to show the user what the system will use when the "First Manager" option is chosen in approvals. The order of determination starts with what is entered as the ‘Reports To’ person on the assignment itself.
%%Note: Focus-change is a desirable by-product of the ability to do a drill-into from any given field, such as position, job, unit, etc. This is accomplished by providing a LOV query (in IMFDH) that allows look up and translation of IDs.
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;[Supervised By|PERSON_CODE]:This is the person code and name of the individual who supervises the employee when they are working in this assignment. This information is derived from either the incumbent of the position to which this positions reports (if available) or from the department manager. You may, however, override this value. This field is used to establish a hierarchical organization structure for org chart reporting.
As a result, the Location tab's First manager and Supervised By fields have LOVs defined to provide the translation of the ID that is on the record (otherwise users would not see the name of the manager).
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;[Responsibility Level|RESPONSIBILITY_LEVEL]:‘Responsibility Level’ is a security access feature and is defined on the Assign User Security Rights ([IMSV]) form. A user may only access information on an employee who’s assignment responsibility is lower than, or equal to that defined for user access on [IMSV]. The data for this field is inherited from the position, but it may be overridden.
This means that if a user is on the Location tab of IEAS where these lookup/translations are made, and then goes to another screen for employees, the application will re-focus on this different employee.
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;[Service Rating|SERVICE_RATING]:This field indicates an employee is on a probationary status for service or seniority purposes.
There are several options that the customer has, as this will not be changed within the product:\\
1. Remove these fields from IEAS definition using IMFOS \\
2. Place these fields on their own tab instead of the Location tab, so that the change-in-focus will only occur when users go to this explicit tab.
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;[Job Seniority Date|JOB_SENIORITY_DATE]:The job seniority date is used to track a seniority date that is related to a specific assignment, position, department or job. The Job Seniority Date is defaulted to the Hire Date, upon the creation of the primary record. On subsequent assignments, this date is left blank and may be filled in.
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;[First Manager|EID_ID_FIRST_MANAGER]:This is a derived field based on hierarchical information in the system to show the user what the system will use when the "First Manager" option is chosen in approvals. The order of determination starts with what is entered as the 'Reports To' person on the assignment itself.
;[Supervised By|PERSON_CODE]:This is the person code and name of the individual who supervises the employee when they are working in this assignment. This information is derived from either the incumbent of the position that this position reports to, if available, or from the department manager. Users can override this value. This field is used to establish a hierarchical organization structure for org chart reporting.
;[Responsibility Level|RESPONSIBILITY_LEVEL]:'Responsibility Level' is a security access feature and is defined on the Assign User Security Rights ([IMSV]) form. A user can only access information on an employee who's assignment responsibility is lower than, or equal to, that defined for user access on [IMSV]. The data for this field is inherited from the position, but it can be overridden.
;[Service Rating|SERVICE_RATING]:This field defines that an employee is on a probationary status for service or seniority purposes.
;[Job Seniority Date|JOB_SENIORITY_DATE]:The job seniority date is used to track a seniority date that is related to a specific assignment, position, department or job. The Job Seniority Date is defaulted to the Hire Date, upon the creation of the primary record. On subsequent assignments, this date is left blank and can be filled in.
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;[WC Class|WCB_CLASS]:Workers’ Compensation is a user-definable code.
;[WC Class|WCB_CLASS]:Workers' Compensation is a user-definable code.
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;[Burden Method|BURDEN_METHOD]: This field specifies the burden method to be used for this in the Journalize Labor ([UPGL]) process. If this field is not specified, the burden method defined on the [IDGR] will be used.
;[Burden Method|BURDEN_METHOD]: This field defines the burden method to be used in the Journalize Labor ([UPGL]) process. If this field is not defined, the burden method defined on [IDGR] will be used.
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;[Burden Percent / Rate|BURDEN_RATE]: This field specifies the burden percentage or rate corresponding to the burden method defined in the previous field.
;[Burden Percent / Rate|BURDEN_RATE]: This field defines the burden percentage or rate corresponding to the burden method defined in the previous field.
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;[Auth Area|AUTHORIZATION_CODE]:This field identifies the authorized area to which this employee is assigned. Only users with access to this authorization area will be able to see the employee's records. The authorized area is inherited from the position, but may be overridden.
;[Auth Area|AUTHORIZATION_CODE]:This field defines the authorized area the employee is assigned to. Only users with access to this authorization area will be able to see the employee's records. The authorized area is inherited from the position, but can be overridden.
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;[Works In Location|LOCATION_CODE]:This field displays the work locations where the employee may normally be found, or where their primary duties are performed. The data for this field is inherited from the department, but may be overridden.
;[Works In Location|LOCATION_CODE]:This field displays the work locations where the employee can normally be found, or where their primary duties are performed. The data for this field is inherited from the department, but can be overridden.
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;[Jurisdiction Code|GEO_CODE]:This field holds the GEO code of work tax jurisdiction for this assignment. This field is defaulted from the location code, and may be overridden. This field is restricted to show only those jurisdictions within the state identified by the location code.
;[Jurisdiction Code|GEO_CODE]:This field holds the GEO code of work tax jurisdiction for this assignment. This field is defaulted from the location code, and can be overridden. This field is restricted to show only those jurisdictions within the State defined by the location code.
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;[Send Pays To Location|LOCATION_CODE]:This field identifies the location where an employee's pay checks or deposit slips should be sent. This field may be left blank if the pays are to be sent to the employee’s ‘work out of’ location. This field may be used in the sorting of checks and deposits. If this field is left blank, checks and deposits may also be sorted by department or work location.
;[Send Pays To Location|LOCATION_CODE]:This field defines the location where an employee's pay checks or deposit slips should be sent. This field can be left blank if the pays are to be sent to the employee's 'work out of' location. This field can be used in the sorting of checks and deposits. If this field is left blank, checks and deposits can also be sorted by department or work location.
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;[Web Pay Stub Only|WEB_PAY_STUB_ONLY]:If this toggle is on, the Information that can be used by the UPSTUB programs as a bypass. If on the UPSTUB can be made to not print for this person.
;[Web Pay Stub Only|WEB_PAY_STUB_ONLY]:If this toggle is set to ON, the UPSTUB programs will bypass this employee. If this toggle is enabled, employees will only have access to their pay deposits via Self Service.
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;[Phone #|PHONE_NUMBER]:This field shows the normal work phone number where the employee may be contacted. 3144662421 will be formatted to (314) 466-2421.
;[Phone #|PHONE_NUMBER]:This field displays the normal work phone number where the employee can be contacted. 3144662421 will be formatted to (314) 466-2421.
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;[Phone Ext|PHONE_EXTENSION]:This field holds the normal work phone extension where the employee may be contacted.
;[Phone Ext|PHONE_EXTENSION]:This field displays the normal work phone extension number where the employee can be contacted.
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;[Email|EMAIL_ADDRESS(Field)]:This field holds the employee's work email address. This value is inherited from the locations, however, it may be overridden.
;[Email|EMAIL_ADDRESS(Field)]:This field displays the employee's work email address. This value is inherited from the locations, but, it can be overridden.
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Premiums from the Position or Job forms are not shown on the assignment screen.
Premiums from the Position or Job forms are not shown on the assignment screen. \\
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;[Premium Rate|PREMIUM_RATE]:This field is a display-only field, indicating the default value defined for this premium in the Define Premiums ([ISPM]) screen.
;[Premium Rate|PREMIUM_RATE]:This field is a display-only field, indicating the default value defined for this premium on the Define Premiums ([ISPM]) screen.
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;[Basis|RATE_BASIS]:This field is a display-only field, indicating the value default defined for this premium in the Define Premiums ([ISPM]) screen.
;[Basis|RATE_BASIS]:This field is a display-only field, indicating the default value defined for this premium on the Define Premiums ([ISPM]) screen.
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;[O/R Rate|PREMIUM_RATE]: This field may be used to provide a value, or override the default value defined for this premium.
;[O/R Rate|PREMIUM_RATE]: This field can be used to provide a value, or override the default value defined for this premium.
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;[O/R Basis|RATE_BASIS]:This field is used in conjunction with the O/R Rate to indicate the unit of measure for this premium, when the rate is overridden.
;[O/R Basis|RATE_BASIS]:This field is used in conjunction with the O/R Rate to define the unit of measure for this premium, when the rate is overridden.
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;[Seq #|SPLIT_SEQUENCE]:This field defines the sequential order (or line number) of the distribution code for this assignment. You may define one or multiple distribution lines with splits. The last distribution code in the sequential order will always get the remainder of the amount.
;[Seq #|SPLIT_SEQUENCE]:This field defines the sequential order (or line number) of the distribution code for this assignment. Users can define one or multiple distribution lines with splits. The last distribution code in the sequential order will always get the remainder of the amount.
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;[Distribution Code|DISTRIBUTION_CODE]:This field shows the distribution code receiving the portion of costs. This is normally the distribution of the wages associated with the assignment.\\ \\The Distribution Editor button provides an editor to aid in the creation of the correct distribution code. The information displayed in the distribution editor is based on the set up in the G/L Segments form. If segment values are completed for a segment and the ‘Must Validate’ toggle is on, then an LOV will be provided. As each segment is chosen, the complete distribution will be shown at the top of the form. When you are satisfied with the distribution created, press OK. This will take the full or partial distribution and place it back on the previous form in the Distribution field. If you do not want the distribution code to be returned to the previous form, press ‘Cancel’.
;[Distribution Code|DISTRIBUTION_CODE]:This field shows the distribution code receiving the portion of costs. This is normally the distribution of the wages associated with the assignment.\\ \\The Distribution Editor button provides an editor to aid in the creation of the correct distribution code. The information displayed in the distribution editor is based on the set up on the G/L Segments form. If segment values are completed for a segment and the 'Must Validate' toggle is ON, then an LOV will be provided. As each segment is chosen, the complete distribution will be shown at the top of the form. When users are satisfied with the distribution created, press OK. This takes the full or partial distribution and places it back on the previous form in the Distribution field. If users do not want the distribution code to be returned to the previous form, press 'Cancel'.
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;[Split Rule|SPLIT_RULE]:The distribution split rule indicates whether the distribution is being split by a percentage, by flat amount or by the Distribution pick list of authorized assignments.
;[Split Rule|SPLIT_RULE]:The distribution split rule defines whether the distribution is being split by a percentage, by flat amount or by the Distribution pick list of authorized assignments. The options are:\\
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;:__Not Specified__:If ‘Not Specified’ is selected, there is no need to define percentage or amounts, the system will post the entire 100% to the distribution code.
;:__Split By Percent__:See Percentage field for more information
;:__Split By Flat Amount__:See Amount field for more information
;:__Distr. Pick List__:Within the Distribution tab of IEAS, sequences are created with the split rule ‘Dist. Pick List’ with the start and end dates identified. You MUST complete both the start and end date fields within IEAS. The pick list will be applied to either a pay transaction ([IPTR]) or pay line ([IPPH]) through the following procedure:
;:1. Select the Distribution Mask button (e.g. on Pay Lines tab for [IPPH]).
;:__Not Specified__: If 'Not Specified' is selected, there is no need to define percentages or amounts, the system will post the entire 100% to the distribution code.
;:__Split By Percent__: See Percentage field for more information
;:__Split By Flat Amount__: See Amount field for more information
;:__Distr. Pick List__: On the Distribution tab of IEAS, sequences are created with the split rule 'Dist. Pick List' with the start and end dates defined. Users MUST complete both the start and end date fields on IEAS. The pick list will be applied to either a pay transaction ([IPTR]) or pay line ([IPPH]) through the following procedure:
;:1. Select the Distribution Mask button. Example: on Pay Lines tab on [IPPH]).
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;:3. Select distribution from list.
;:__Benefit Account__:Within the distribution tab, this selection allows users to distribute labor and benefit burden by multiple funds based on grants, funds, etc. The majority of most employee costs of burdening benefits are distributed to the same fund(s) as the wages, However, there may be employee benefits burdening/encumbrances that are not based on the same fund(s) distribution as the wage distribution. The difference in distribution can be due to grants that are awarded to cover salary only, therefore benefits need to be charged elsewhere.
;:3. Select Distribution from list.
;:__Benefit Account__: On the Distribution tab, this selection allows users to distribute labor and benefit burden by multiple funds based on grants, funds, etc. The majority of most employee costs of burdening benefits are distributed to the same fund(s) as the wages, however, there may be employee benefits burdening/encumbrances that are not based on the same fund(s) distribution as the wage distribution. The difference in distribution can be due to grants that are awarded to cover salary only, therefore benefits need to be charged elsewhere.
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;[Dist %|SPLIT_PERCENT]:If the split rule is ‘by percent’ then indicate the percent in this field. You must enter the percentage has a whole number, not a decimal. For example, to indicate 6% you would enter 6, not .06
;[Dist %|SPLIT_PERCENT]:If the split rule is defined as 'By Percent' users should define the percent in this field. Users must enter the percentage has a whole number, not a decimal. Example: to indicate 6% you would enter 6, not .06
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;[User %|USER_PERCENT]: If you have selected ‘Split By Percent’ as the split rule, then you will indicate the User percentage in this field. After the Distr % is entered, the User % is defaulted with the Distr %. This defaulted value may be overridden.
;[User %|USER_PERCENT]: If the split rule is defined as 'Split By Percent' users should define the User percentage in this field. After the Distr % is entered, the User % is defaulted with the Distr %. This defaulted value can be overridden.
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;[Amount $|SPLIT_AMOUNT]:If you have selected ‘Split By Flat Amount’ as the split rule, then you will indicate the amount to be given to the distribution code in this field. When the ‘Split By Flat Amount’ is used, the distribution code will be posted with the exact amount as specified. The last sequential split line will be adjusted positively or negatively.Only one split rule should be used on a single distribution tab. You may however, set up separate split rules for different assignments, positions or jobs.
;[Amount $|SPLIT_AMOUNT]:If the split rule is defined as 'Split By Flat Amount' users should define the amount to be given to the distribution code in this field. When the 'Split By Flat Amount' is used, the distribution code will be posted with the exact amount as defined. The last sequential split line will be adjusted positively or negatively. Only one split rule should be used on a single distribution tab. Users can however, set up separate split rules for different assignments, positions or jobs.
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;[Start Date|START_DATE]:For Distribution Pick Lists, this is the start date from this distribution may be used. For Funds, this is the start date that the fund becomes available.
;[Start Date|START_DATE]:For Distribution Pick Lists, this is the start date that this distribution can be used. For Funds, this is the start date that the funds become available.
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;[End Date|END_DATE]:For Distribution Pick Lists, this is the last date that this distribution mat be used. For funds, this is the end of that fund's availability.
;[End Date|END_DATE]:For Distribution Pick Lists, this is the last date that this distribution can be used. For funds, this is the end of that fund's availability.
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;Fund / Description / Program / Responsible Person
;:These fields are used in Fund processing. They are defaulted from the fund definition and may not be changed.
;[Fund/Description/Program/Responsible Person]: These fields are used in Fund processing. They are defaulted from the fund definition and cannot be changed.
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This page (revision-72) was last changed on 26-Jan-2023 13:31 by Kevin HiggsTop